Purpose of the Report: To provide the Committee with a progress report on the broad partnership arrangements, and on the Council's specific contribution to the implementation of the Government's New Deal for 18-24 year olds in Lanarkshire.

Introduction

At its meeting on 9 December 1997, the Committee considered a report on the preparations for the delivery of New Deal for 18-24 year olds in Lanarkshire together with a summary of the Lanarkshire New Deal Plan as submitted to the Employment Service (ES) Scotland. The Committee agreed 'in principle' to a wide ranging role for the Council in support of the New Deal, and allocated departmental responsibility for each aspect of this involvement.

A number of key elements have been determined in a relatively short period in preparation for commencement of the national programme on 6 April 1998. (Twelve Pathfinder areas, including one in Tayside in Scotland, have been operational since January).

The Lanarkshire New Deal Delivery Plan submitted by the Strategic Partnership has been approved by the Department for Education and Employment. The Strategic Partnership includes Employment Service, both local authorities, Lanarkshire Development Agency, the Colleges, and voluntary and private sectors. The plan includes operating principles and established arrangements for co-ordination through the development of Consortia for management of the Gateway and the four core Options i.e. the Jobs Option, the Full Time Education and Training Option, the Voluntary Sector Option and the Environment Task Force Option.

Whilst delivery of each of these elements will be controlled by a consortium of relevant agencies, ES has required each to be the subject of a formal contract, with one specific organisation taking contractual responsibility for its implementation. The Council will participate in all these Consortia with the exception of the Voluntary Sector, and has bid to contract directly for the Environment Task Force (ETF) as authorised by the Committee at its meeting on the 9 December 1997. A deadline of 20 February was set for the submission of 'tenders' from identified lead agencies for each of the options. There was no competitive situation, as tenderers were agreed with ES in advance.

The Gateway

This is the important initial phase of support through which New Deal participants will progress prior to moving into a job, education and training or into temporary placement with the Environment Task Force or voluntary sector. Each New Deal participant will be appointed a Personal Adviser from the ES who will identify individual needs and then refer participants to specialist support agencies where required for specific counselling/assistance relating to these.

The emerging Adult Guidance Network which is currently under development, and to which the Council contributes through Chief Executive's, Careers and Community Education, is seen as forming the Consortium to ensure this specialist support is available as widely as possible. Although it was felt that the contract would be taken by the Lanarkshire Careers Partnership company as the vehicle for the Scottish Office funding of the Careers Service and Adult Guidance Network, the company declined to submit the bid for the Gateway concerned at the potential legal and insurance liabilities.

At short notice South Lanarkshire Council agreed that it would be the lead agency for the Gateway for the whole of Lanarkshire and submit the tender on behalf of this consortium. This balanced the role of North Lanarkshire Council in taking lead contractual responsibility for the ETF for Lanarkshire (see below).

Detailed preparations are underway by the ES and the Adult Guidance Network to establish a support mechanism which ensures that the needs of participants engaged within the Gateway are able to be fully met. Through Careers, Community Education, Economic Development, Leisure Services (Open Learning) and potentially Social Work, North Lanarkshire Council will be a significant player in what is seen as the key to the success of the New Deal initiative.

Jobs Option

A consortium has been established which will assist in the marketing of New Deal to employers in Lanarkshire. The Council's Economic Development Unit will support LDA, as lead agency, in promoting New Deal through its company contacts. A formal contract is not required for this Option, as ES itself will deal directly with companies who commit to employing clients referred by the Gateway. The consortium's role is therefore mainly to promote New Deal locally.

As one of the largest employers in the area, clearly the Council itself can make a contribution by recruiting from this client group, encouraging private sector companies to become involved through its example. Local authorities will also be eligible for the £60 per week subsidy and £750 to support training costs for New Deal employees.

The Council's Personnel Services Division has been considering options which would allow participation as an employer, which includes issues such as the range and nature of potential vacancies, the number of recruits, the role of departments, the geographical spread of jobs, and the co-ordination, oversight and monitoring systems required.

Following detailed discussions with ES on the implications of New Deal regulations, two approaches are possible

- vacancies are advertised in the normal way, but a guarantee of an interview is given to New Deal clients who are referred by ES, and who meet the requirements of the job. This would mean New Deal clients being in direct competition with other applicants. Given that New Deal clients have been unemployed for some time, and may have required specialist support to improve their employability, this could result in no New Deal clients being employed by the Council.

- a number of vacancies are identified as potentially suitable for New Deal employees, and ringfenced as a positive action recruitment programme. It is currently estimated that the numbers involved might range between 20 and 50 people per annum, but until the numbers entering the Jobs Option from the Gateway can be clarified, this will be difficult to determine. This approach would result in New Deal employees being part of the permanent establishment and would clearly define the extent of Council support for the programme. A report from the Personnel Services Division outlining progress made and issues of concern is attached at Annex I to this report. The Committee may wish to indicate its preferred approach in principle and require a detailed report on the arrangements for implementation to be proposed for the consideration of the next meeting of the Personnel Services Committee.

**Full Time Education and Training Option**

A consortium has been established to manage this Option, on which the Council is represented by the Education Department. In view of its existing contracts for delivery of national training schemes, the lead contracting agency will be LDA. The consortium is currently undertaking an audit of potential education and vocational training providers including the Lanarkshire Further Education Colleges. Again a wide range of opportunities will require to be made available to participants who progress into this Option.

**Voluntary Sector Option**

A bid has been submitted for the management of the Voluntary Sector option by the national umbrella agency Scottish Council for Voluntary Organisations on behalf of a consortium consisting of a number of small organisations in Lanarkshire. This was necessary as there was no Lanarkshire based voluntary agency in a position to take on the contract.

The Council has no direct involvement in this Option, although given its role in supporting the voluntary sector, the Community Development Sub-Committee has approved a small contribution towards funding the development costs of the consortium in this area, in conjunction with South Lanarkshire Council and LDA.

**Environment Task Force**

The design guidelines suggest that local authorities are best placed to lead this New Deal Option in view of their role in environmental strategy and implementation. Within the partnership context, it was proposed that the Council assume responsibility for the ETF contract delivery for the Lanarkshire area. A Section 56 Agreement under the Local Government (Scotland) Act 1973 was signed between North and South Lanarkshire Councils to formalise this arrangement. Tender documents were submitted by 20 February to the ES Scotland by the Planning and Development Department which has the leading role in the management and delivery of the ETF. An extract of the main elements along with copy of the Section 56 Agreement are appended at Annex II to this report.

The bid submitted to ES by the Council was qualified by a number of deletions and amendments to the standard contract clauses, which after detailed consideration by Legal Services were felt to be an essential to the protection of the Council's interests. It is expected that prior to any contract being finalised, tender negotiations will take place, and indeed ES suggest that even after this stage, the details of the contract will be open to negotiation by the Council. As yet, there has been no response to the bid.

The Council has in the meantime established a Consortium, membership of which comprise key strategic/ funding organisations such as the local authorities, LDA and Scottish Homes, national and regional environmental policy development agencies such as Forward Scotland, Energy Action Scotland, CSV Environment, and finally representation from delivery agencies such as Wisestart and Central Scotland Countryside Trust. It is proposed that a conference is held in April/ May to which all the potential delivery agencies will be invited to discuss the development of appropriate projects and placements. Whilst the Gateway needs to be in place by the beginning of April, because of the four month period which participants will experience, it is not anticipated that ETF placements will be required until July/ August. A series of internal practical issues are in the process of being investigated by the Planning and Development Department including the management and administration of the ETF within the Council, and the involvement and co-ordination of departments' input into the process. This will be the subject of a separate report to the Planning Committee in due course.

Conclusion

Although the commencement date for New Deal is imminent and much remains to be done by the partnership to ensure the delivery arrangements are complete, significant progress has already been made, and it is anticipated that the deadline will be met.

Recommendations

It is recommended that the Committee

1. note the content of the report

2. homologate the submission of a tender for the Environment Task Force in Lanarkshire and the signing of the related Section 56 Agreement with South Lanarkshire Council

3. homologate the Section 56 agreement in which South Lanarkshire Council agrees to assume contractual responsibility for the delivery of the Gateway in both North and South Lanarkshire Council areas

4. agree in principle to the Council becoming a direct employer for New Deal clients and instruct that a full report on the numbers and implementation arrangements is made to the next meeting of the Personnel Services Committee

For further information contact Simon Carey in the Policy Unit on extension 2362. NEW DEAL

EMPLOYER OPTION

1. Introduction

1.1 Under the Government's New Deal Initiative, 4 options are provided for clients. The Employer Option, as previously reported to Committee, is one in which the Council has agreed to participate as an employer.

1.2 The provisions for this Option relate to:-

- 18 - 24 year olds who have been unemployed for 6 months or more
- 25 year olds and over who have been unemployed for 2 or more years

1.3 The Council, as employer, would attract a £60 per week subsidy for the 18 - 24 year old group; a £75 per week subsidy for the 25 year old and over group; the duration of the subsidy being 6 months. In addition, the employer would receive a £750 fee to enable clients to undertake a vocational qualification.

1.4 The obligation as employer is to provide a permanent job, accompanied by 1 day off-the-job training, such training for 6 months.

2. Issues as Employer

3. Range and nature of vacancies

4. Volume of vacancies available

5. Matching of clients to available vacancies

6. Reconciling legal obligations of the employer with quota approach

7. Role of Council Departments

8. Geographical spread of vacancies

9. Co-ordination, oversight and monitoring

Range and Nature of Vacancies

Commitment as employer to the Government's New Deal Initiative is set against budgetary restraints on the Council, such constraint including the potential for a recruitment embargo.

The Volume and range of vacancies may thus be curtailed compared with previous years, providing reduced scope for New Deal clients.

Available vacancies may not be relevant to New Deal clients if the specific job requirements in regard to qualifications and/or experience exceed those of clients. There is thus a potential for available vacancies to be limited to manual, unskilled posts.

Reconciling the Council's Legal Obligations with a Quota Approach

The Council is unlikely to create specific new jobs to cater for the New Deal Scheme and would rely on vacancies as the means of take up of New Deal clients.

As employer, however, the Council is, at law, required to appoint on merit, making it difficult to effect positive discrimination in favour of New Deal clients, compared with other job applicants.

Designating vacancies solely for New Deal clients and appointing clients directly - as a policy of positive action - could lead to challenge under equal opportunities legislation by non New Deal job applicants. The Council could take two approaches to address this problem:-

1. Advertise its vacancies in the normal way but guarantee an interview to New Deal clients who meet the requirements of the job. This approach is similar to the arrangements for job applicants with a disability.

2. The second approach would rest on the assumption that New Deal clients require further assistance in the acquisition of qualifications, skills and experience, resulting in the identification of vacancies suitable to New Deal clients and recruitment from that category exclusively, on a time dated, temporary basis of 6 months. With training and support, New Deal clients would then assimilate into the job on a permanent basis after this 6 months training period. The contractual and remuneration provision, if this approach is endorsed, would require to be acceptable to the Employment Service.

Role of Council Departments

The Council’s Service and Central Departments would require to identify available vacancies suitable for New Deal clients and to allocate posts consistent with the 6 months training component. A total of some 30 - 40 posts would require to be so allocated.

The geographical spread of the Council’s operations - and vacancies at any one time - will influence the distribution of New Deal clients and require careful co-ordination as well as forward planning. It would be essential to establish the home base of clients, for implications for travel to work, and the location of vacancies, to effect assimilation of clients to vacancies.

Co-ordination

The Employer Option has been channelled via the Council’s Department of Administration and it is expected that the Department’s Personnel Services Division would co-ordinate the details of vacancies and matching arrangements of clients. In addition, the Division would co-ordinate the initial training programme, induction, and day release programme for college attendance of clients and the arrangements for reclamation of grants and fees.

The Council, under the Employer Option provisions, requires to determine if:-

1. It wishes to advertise its vacancies in the normal way and provide guaranteed interviews to New Deal clients, on a competitive basis with non New Deal applicants

or

2. Recruit to vacancies from the New Deal Client Group on a temporary basis of 6 months, as a positive action programme, subject to agreement with the Employment Service. NORTH AND SOUTH LANARKSHIRE COUNCILS' ENVIRONMENT TASK FORCE AND GATEWAY CONTRACTS WITH EMPLOYMENT SERVICES: RECIPROCAL SECTION 56 AGREEMENT

North Lanarkshire Council (NLC) and South Lanarkshire Council (SLC), local authorities incorporated under and in terms of the Local Government etc (Scotland) Act 1994 whose principal offices are at Civic centre, Motherwell ML1 1TW and at Council Buildings, Almada Street, Hamilton ML3 0AA respectively hereby agree under and in terms of section 56 of the Local Government (Scotland) Act 1973 that:

(1) NLC shall act on behalf of SLC for the purpose of submitting a tender, entering into and subsequently operating an “Environment Task Force” contract with the Employment Service under the government’s New Deal programme, to operate as the lead authority in a consortium being established for the purposes of performing that contract in North and South Lanarkshire;

(2) SLC shall participate in the aforesaid consortium;

(3) SLC shall act on behalf of NLC for the purpose of submitting a tender, entering into and subsequently operating a “Gateway” contract with the Employment Service under the government’s New Deal programme, to operate as the lead authority in a consortium being established for the purposes of performing that contract in North and South Lanarkshire;

(4) NLC shall participate in the aforesaid consortium;

(5) Each authority may appoint such representatives or delegate responsibility to such persons as each may deem appropriate from time to time for any purpose connected with or arising from the aforesaid tenders and proposed contracts;

(6) Notwithstanding the date or dates of signature hereof, this agreement shall take effect as from 9am on Friday 20 February 1998 and

(6) This agreement may be varied by written agreement of the Councils or terminated by either of them upon three months notice in writing to the other.

IN WITNESS WHEREOF these presents typewritten upon this page are sealed with the common seal of North Lanarkshire Council and signed by one of their proper officers, Ronald Thomson, Chief Solicitor (Property and Commercial) at Motherwell upon the Twentieth day of February 1998, and sealed with the common seal of South Lanarkshire Council and signed by one of their proper officers, Hazel Lawson, Contracts/Litigation Manager at Hamilton upon the Twentieth day of February 1998. Delivering the Environment Task Force in Lanarkshire DECLARATION BY TENDERER

I declare I am returning the following documents:

- New Deal Tender Proposal Form Part 1
- New Deal Tender Proposal Part 2A/B/C/D/E (delete as appropriate)
- Equal Opportunities Policy (or statement of arrangements that demonstrates compliance with the legislation and contract)
- Health & Safety Policy (or statement of arrangements that demonstrates compliance with the legislation and contract)
- Financial & Legal Information (as requested)
- Price Schedule(s)
- Qualifications of tender documents

NAME OF SIGNATORY ........................................... IAN GRAHAME LAWSON

POSITION IN ORGANISATION ........................................... HEAD OF PLANNING AND TRANSPORTATION

SIGNATURE .......................................................... I G LAWSON

DATE ................................................................. 19 FEBRUARY 1998 PROPOSED AMENDMENTS TO CONTRACT DOCUMENTS

On behalf of and as authorised by North Lanarkshire Council, I hereby qualify and amend the various contract documents issued on behalf of the Employment Service (herein “the ES”) by letter dated 21 December 1997 to the Director of Planning and Development of North Lanarkshire Council (herein “NLC”); the duly completed tender documents submitted herewith and the contract conditions referred to herein are subject to and qualified by the following terms and conditions, namely:-

DOCUMENT 2 - NEW DEAL NOTICE TO TENDERERS - CONTRACT REFERENCE LANETF

1. In Paragraph 14 after “Unless otherwise stated by the tenderer, tenders shall remain valid for three months from the closing date...” insert “(However, both post-tender negotiation to improve upon the terms of the proposed contract, as well as post-contract negotiations, shall be undertaken at the request of either the ES or NLC; and NLC may seek to either vary the contract by agreement with the ES, or NLC may terminate the contract if at any time NLC should deem it impossible to recover the costs arising from operating the contract.)”

2. In Paragraph 24 one criterion refers in effect to NLC’s “previous relevant experience and reliability in providing this type of service”. Since the “service” will comprise the management of, and lead role in a consortium on behalf of the ES, and that such a “service” is entirely new, that criterion shall be deleted and it is understood that NLC’s tender must not be evaluated by reference to that particular criterion.

3. In Paragraph 27 it says “All information supplied by the ES to you should be treated as commercial in confidence and should not be disclosed to third parties...”. That restriction shall be held to be deleted insofar as it is referable to the discussion of the documentation which has been and will be taking place between officers of the ES, COSLA, Councils and various other bodies which are or may be involved in providing services.

DOCUMENTS 5 & 6 - NEW DEAL TENDER PROPOSAL FORMS - PARTS 1 & 2C

4. The information as submitted on the New Deal Tender Proposal Forms with the tender may be up-dated by or on behalf of NLC at any time after the closing date for submission of tenders and/or after the contract has been awarded.

DOCUMENT 8 - FINANCIAL PROVISIONS

05. In respect of Paragraph 3: ES shall specify which charges they approve in relation to New Deal participants for discussion in post-tender negotiations and before awarding the contract.

06. In respect of Paragraph 4: it is understood that the “fixed prices” in the tender may be described as set percentages of different types of projects.

07. In Paragraph 7.1 in line 2, after “claims” there shall be inserted “within not more than six months”.

08. Both sub-paragraphs 7.4 and 7.5 shall be deleted.

09. In Paragraph 8.2, delete “ES’s funds”, substitute “funds transferred to them by the ES”.

10. Paragraph 9 shall be deleted.

11. In Paragraph 12, add at the end of the sentence “(but recognising that, if an interruption is due to the act or omission of the ES, then the ES shall be liable for payment of fees despite that interruption).”

12. Add at the end of Paragraph 14: Notwithstanding the foregoing, NLC shall be entitled to payment by the ES in respect of partial achievement of outputs pro rata to the proportion of such partial completion as may be demonstrated by NLC. DOCUMENT 10 - PRICING SCHEDULE

13. This document may be updated or amended by NLC by agreement with the ES at any time after the date for submission of the tender and after the contract has been awarded; declaring that if NLC considers that a satisfactory agreement in that regard cannot be reached, then NLC may terminate the contract upon three months’ notice.

DOCUMENT 12 - LEGAL AND FINANCIAL INFORMATION

13A. It must be noted that, as most of this document is inapplicable to local authorities, it has been completed only in part.

DOCUMENT 3 - CONTRACT CONDITIONS “NEW DEAL PARTNERSHIP”

14. At page 5, line 13 after “plans already agreed with ES” insert “and which are appended as a schedule to the contract documents agreed between the ES and NLC”.

15. At pages 4 and 5 at appropriate parts of the interpretation clause, in alphabetical order, insert:--

“notice, notification, direction” communications must be effected in writing; in an emergency, any notice, notification or direction may be transmitted by any appropriate means, but must be confirmed as soon as possible afterwards in writing

“Partner” /“Contractor” /“NLC” North Lanarkshire Council, Civic Centre, Motherwell ML1 1TW

“region” North Lanarkshire together with such other areas in respect of which the Partner from time to time may enter into agreement with any other local authority in furtherance of the purposes of this contract under and in terms of section 56 of the Local Government etc. (Scotland) Act 1973

“Sub-contractor” any person, body or organisation with whom the Contractor has concluded a contract for the provision of services in furtherance of the purposes of this contract

15A. In respect of paragraph 2.2 after “expire” add “notwithstanding the foregoing, the Partner may refuse to accept an extension of the contract and by virtue of such refusal, the contract shall then expire at the date originally set for its termination.”

16. In respect of paragraph 3.2, if the guidance to be produced by the ES is deemed unacceptable by NLC then NLC may terminate the contract upon 28 days’ notice.

17. In respect of paragraph 3.4, the ES must consult NLC before seeking to change the “general and specific targets set by ES from time to time” and if any such change should be deemed unacceptable by NLC then NLC may terminate the contract upon 28 days’ notice.

18. Before the commencement of the contract and at the same time in each succeeding year for the duration of the contract the ES shall provide their best estimate to NLC of the likely maximum number of participants in respect of the year to come.

19. Paragraph 4.2 shall be deleted.

20. In paragraph 5.1 at line 3, insert “reasonable” before the word “satisfaction”. At the end of paragraph 5.1, insert “It is declared that if NLC should consider it impractical to recover its costs in respect of the operation of this contract, then NLC may terminate it upon 28 days’ notice.”

21. In paragraphs 6.1, 6.2 and 6.3, in the last sentence of each sub-paragraph delete “reasonable”; after “endeavours” insert “which the Partner deems reasonable”.

22. In paragraph 6.2 after the first sentence insert “The ES shall consult the Partner regarding any proposed changes to such rules and regulations.”; after the final sentence insert “Notwithstanding the foregoing, if the Partner should deem such changes to be unacceptable, then the Partner may terminate the contract upon 28 days’ notice.”

23. In paragraph 7.2, delete the second sentence.

24. In paragraph 7.4 in the first line, delete “promptly”, after “comply” insert “appropriately”; and after “reasonable” insert “written”. In the second line, after “Manager” insert “insofar as competently based upon and necessarily related to performance of this contract”.

25. In paragraph 7.5 in the last sentence, after “Partner” insert “insofar as it reasonably can.”.

26. In paragraph 8, the first form of wording should be used, but the final sentence thereof shall be deleted.

27. Paragraph 9.1 shall be deleted.

28. Paragraph 9.3 shall be deleted.

29. Paragraph 11 should be entitled “Exchange of information”. In the second-last line after “which” insert “either of them reasonably considers”.

30. Paragraph 12.1 shall be deleted.

31. Paragraph 12.2 shall be deleted.

32. In paragraph 12.3, delete “pay the utmost regard to the principles of fair and open competition” and substitute “comply with any relevant legislation as well as the Partner’s own financial regulations and standing orders on contracts”.

33. In paragraph 13.1, in the third line, delete “high”. Delete the whole of the final sentence.

34. In paragraph 13.2.1. after “Partner”, delete “promptly” and substitute “not less than 28 days after receipt of written notice in this regard”. At the end, add “and any dispute may be referred to arbitration by either party.”

34A. Paragraph 13.2.2. shall be deleted.

35. Paragraph 14 shall be deleted.

36. Paragraph 15 shall be deleted.

37. In paragraph 16.3 in the last line, after “cancelled” add “, providing the Partner has prior knowledge of any potential alteration or cancellation.”

38. Paragraph 17 shall be deleted.

39. In paragraph 18.3 in line 1, delete “immediately” and substitute “on being notified”.

40. In paragraph 19.1 in line 2, delete “as ES considers necessary” and substitute “which the Partner possesses”.

41. Paragraph 19.4 shall be deleted.

42. Paragraph 20.1 shall be deleted.

43. In paragraph 21.2 in line 1, after “returns”, insert “in respect of the Programme and”.

44. Paragraph 22.1 shall be deleted.

45. Paragraph 23.2 shall be deleted.

46. Paragraph 23.3 shall be deleted.

47. Paragraphs 24.2 and 24.3 shall be deleted.

48. Paragraph 25.1 shall be deleted.

49. In paragraph 25.2 in line 1, delete “ES”, substitute “either party”; in lines 2 and 3, delete “... without the need to give any reason for the termination.” and delete the second sentence.

50. Delete paragraph 25.4 and substitute therefor “In the event of a material breach of this Agreement by either party, the other party shall notify the party in breach, giving reasonable opportunity to remedy such breach. If such breach is not remedied within a reasonable period, either party may refer the matter to a mutually agreed independent arbiter. If such arbitration should fail to resolve the issue, then either party may terminate the contract upon one month’s notice in that regard.”

51. In paragraph 26.2 in line 1, delete “no cost to”, substitute “the expense of”. In line 4, delete “all reasonable endeavours”, substitute “such endeavours as the Partner deems reasonable”.

52. In paragraph 26.3 in line 1, delete “(without limitation)”.

53. In paragraph 26.4 in line 1, after “which” insert “insofar as the Partner understands any relevant facts and circumstances,”

54. Paragraphs 27.1, 27.2 and 27.3 shall be deleted.

55. Paragraph 27.4 shall be deleted.

56. In paragraph 28 in line 3, delete “either”. In lines 3 and 4 delete “or under any other contract with ES or with any other department or agency of Her Majesty’s Government.”

57. At the end of paragraph 29 add “The aforesaid charters are appended hereto for ease of reference.”

58. Paragraph 31 shall be deleted.

59. In paragraph 34 in line 2, after “Partner” insert “and ES”. In line 3, after “ES” insert “and the Partner respectively”.

60. In paragraph 36 in line 1, after “ES”, insert “or the Partner”.

61. Paragraph 37 shall be deleted.

62. It is understood that each of the foregoing qualifications may be the subject of negotiation with ES prior to the conclusion of a contract with NLC.

63. For the avoidance of doubt, it is hereby expressly declared that this bid is being submitted by North Lanarkshire Council, with the agreement of South Lanarkshire Council, for the performance of the proposed contract in both North and South Lanarkshire.

(Date)............February 1998...........

(Signed)............Director of Planning and Development, North Lanarkshire Council NEW DEAL TENDER PROPOSAL FORM - PART 1

NEW DEAL OPTION(S): Environment Task Force

ES CONTRACT REFERENCE NO: LAN/ETF

(To be completed by ES)

NAME & ADDRESS OF ORGANISATION: North Lanarkshire Council PO Box 14 Motherwell ML1 1TW

CONTACT NAME OF PERSON DEALING WITH THIS PROPOSAL: Simon Carey, Chief Executive's Department Cathy Johnston, Planning and Development Department

TELEPHONE NO: FAX NO: 01698 302362 01698 302537 01236 616251 01236 616232

LOCATION(S) COVERED BY PROPOSAL

The unit of delivery for Lanarkshire, which has been agreed by partners, follows the boundary of the Local Enterprise Company (Lanarkshire Development Agency) and coincides with the boundaries of the two Local Authorities (North and South Lanarkshire). Lanarkshire is a the core of Central Scotland, located midway between Glasgow and Edinburgh. It is an extensive area stretching from Cumbernauld to Douglas, an area of 225,000 hectares. A map of the area is attached.

- Please answer all questions.
- All tenders to be completed in typescript, or using capital letters.
- If there is not enough room for your answer, please continue on a separate sheet and attach it to this form.
- Where there are tick boxes, please tick the one that applies.
- You may reproduce this form on your own systems, however the format, sequence and wording must not be altered - any changes may render the form invalid.
- Please ensure that you attach all information requested by the ES - incomplete proposals may not be evaluated. New Deal: Delivering the Environment Taskforce in Lanarkshire Map showing location of Lanarkshire in Scotland A. ORGANISATION

1. PLEASE PROVIDE A PEN PICTURE OF YOUR ORGANISATION

i.e. Type of organisation, details of relevant experience (where possible you should include information on the level of performance achieved) and an outline of the organisational structure that will apply to the delivery of New Deal. If delivery is through a Consortium or a Joint Venture Partnership please show how the links will exist.

i) Consortium Membership, Structure and Communication proposals for Placement Providers

The Environment Task Force contract for Lanarkshire will be held by North Lanarkshire Council on behalf of a consortium of relevant organisations. A separate minute of agreement will be developed between North and South Lanarkshire Councils to enable a single contract of delivery for the Lanarkshire New Deal area.

The consortium is anticipated to include:

Public sector agencies - North Lanarkshire Council, South Lanarkshire Council, the Lanarkshire Development Agency and Scottish Homes

Key voluntary/environmental sector organisations - Central Scotland Countryside Trust, Forward Scotland, CSV Environment and WiseStart.

Private sector organisations - Scottish Power Learning and the Lanarkshire Environmental Business Forum.

This consortium has been constructed to provide a range of key advice including:

- specialist knowledge of environmental issues
- project development and delivery
- leverage funding
- linkage to local strategies

The consortium will meet on a regular basis to review all aspects of the delivery and development of the ETF in Lanarkshire. It will report, via North Lanarkshire Council, to the Lanarkshire New Deal Strategic Partnership as detailed in the agreed District Delivery Plan.

The consortium will establish a framework to enable organisations who meet the quality standards detailed to bid to provide individual ETF placements. A range of mechanisms will ensure that all interested organisations will have the opportunity to become involved in project delivery. To date, the consortium has circulated a briefing note to all organisations which have expressed a general interest in the New Deal. This provided an update on developments, and invited organisations to nominate whether they wish to be included on the specific ETF mailing list. It is also intended to hold a seminar in April/May 1998 to consider overall progress, further network development and the longer term strategic direction of the Lanarkshire ETF.

ii) Pen Picture of Consortium Members

North Lanarkshire Council (Contract holder) - is the statutory local authority for North Lanarkshire as established by the Local Government (Scotland) Act 1994. It provides a range of statutory and discretionary services and functions relevant to ETF delivery including - Planning, Economic Development, A. ORGANISATION (cont)

Housing, Vocational and Pre-Vocational Training, Community Development, Education, Leisure and Recreation Provision, Social Work Services, Roads and Transportation, etc.

South Lanarkshire Council - is the sister local authority to North Lanarkshire which provides a similar range of services in the southern part of Lanarkshire.

Appendix A contains pen pictures of some of the organisations who have supplied information to complete this tender. These are only some of the bodies who would be involved in the overall delivery of the Environment Task Force. It is the aim of the Strategic Partnership in Lanarkshire to be as inclusive as possible and therefore many other organisations will contribute a range of high quality placements.

Further information on the structure for delivery is outlined in Section B Contract Management.

2. QUALITY STANDARDS

Has your organisation or any of the Consortium organisations achieved, or is working towards, a nationally recognised Quality Standard?

YES ☑ NO ☐

If YES please give details of the organisation and the Quality Standard involved.

North Lanarkshire Council is working towards its Best Value Plan. Investigations are underway to determine the most appropriate quality standard to be adopted, probably EFQM. North Lanarkshire Council, on behalf of the Environment Task Force, is participating in the Quality Standards Task Group set up to investigate and develop quality standards across the delivery of all the Options of the New Deal.

South Lanarkshire Council has a wide range of relevant quality standards related to the range of services and functions detailed in Q.A1. The Council is also working towards achieving Investors in People status across all Services. The pilot service to introduce this (Personnel) is currently being assessed and, if this is successful, a rollout programme will be developed to achieve IIP throughout the authority. The Council is also currently investigating the relative merits of complementing IIP with either SQMS or EFQM. A decision on the preferred standard will be made shortly. In addition, the Council has considerable experience in developing multi agency funding packages relevant to ETF projects, and has worked closely with voluntary sector organisations to deliver employment and training projects related to environmental improvements. The authority also has a key local strategic role, with relevant strategies related to economic, social and environmental development, and the lead role in the production of Local Agenda 21. B. CONTRACT MANAGEMENT

1. State who will have overall management responsibility for each of the options and show their position within the organisation or the Consortium.

North Lanarkshire Council will be the lead organisation in the delivery of the Environment Task Force in Lanarkshire. The Director of Planning and Development (Stanley C. Cook) will be responsible for the daily management of the Option. The expertise for the management of a placement is spread across the Department. The Economic Development Unit (Manager: Maureen McConachie) is involved in all aspects of New Deal and has expertise in managing and monitoring induction training; training programmes; personal and social development support; jobsearch and European Funding.

The Planning and Transportation Division (Head of Service: Grahame Lawson) has expertise in monitoring projects and sourcing funding through the Performance Monitoring section (Manager: Jim Kerr) and identifying suitable environment projects through the Planning section (Manager: Phil Gaunt). The Department has existing contact with many of the other organisations who will be involved in the implementation of ETF and is, therefore, well placed to co-ordinate information. For the purposes of this tender the co-ordinating officer has been Cathy Johnston, Assistant Service Manager in the Planning section. It is anticipated that a Steering Group of officers from North Lanarkshire, South Lanarkshire, other delivery organisations and funding partners will be established to report to the Strategic Partnership and develop the implementation of the ETF in Lanarkshire.

2. Fully describe the management role and activities undertaken to monitor and manage the quality of the service which will be provided.

North Lanarkshire Council, by working through an Environment Task Force Steering Group, will:-

- Promote the New Deal programme and the Environment Task Force in particular
- Seek bids from organisations who can offer ETF placement
  - evaluate delivery organisations and manage sub-contract agreements
  - evaluate projects and placements, monitoring of induction, jobsearch, personal and social development support, training provision, work experience, administrative and financial systems
- Establish a framework for quality assurance in conjunction with other New Deal Options through the Quality Standards Task Force set up in Lanarkshire
- Co-operate with other organisations in increasing general opportunities for the Environment Task Force
- Seek support from possible funding sources and help others do the same
- Evaluate progress on the Environment Task Force and advise the Strategic Partnership of developments

3. How much time will be allocated to the management of the Contract?

Initially, by necessity, existing staff resources will be diverted into setting up procedures, processes and systems to manage, monitor and deliver the Environment Task Force. As these systems develop less time will be required to maintain them at an appropriate level. Some systems are likely to be jointly developed with other options as time progresses to avoid duplication of staff time in particular administrative and financial systems. B. CONTRACT MANAGEMENT (cont)

QUALITY PLAN

Please complete the Quality Plan on the following page(s).

The Quality Plan should identify those aspects which you consider critical to the successful performance of all the elements and should explain the way in which your organisation intend to manage and monitor them.

Your plan should, as a minimum, show systems for checking the performance of the Contract in the following areas:

- client referral and induction processes;
- administration - to include provision of management information;
- Performance - achievement of outputs;
- compliance with specification(s) - to include arrangements to gather and react to client feedback;
- health and safety - including arrangements for sub-contracted provision if appropriate;
- jobsearch;
- staffing - to include absence management.

We have a strong commitment to performance and quality in New Deal and we expect the same from our partners. If your tender is successful, the information given in the Quality Plan will form part of your Contract with the Employment Service.

## QUALITY PLAN

| Critical Success Factor | Monitoring Process | Monitoring Frequency | Monitored By | Remedial Action (if required) | |-------------------------|--------------------|----------------------|--------------|-------------------------------| | Client referral and induction process - informed participant | Provider monitors subcontractor in relation to each participant. Random visits to subcontractor, written reports by subcontractor | Each subcontractor monitored randomly and by written reports | NLC - provider will monitor subcontractor | Sub-contractor evaluated. If required alternative induction provider established. Sub-contractor may lose ETF status | | Adequate and efficient administration systems | Each subcontractor will be required to demonstrate systems as outlined by NLC prior to receiving ETF status | As above and on application by subcontractor | As above | If subcontractor fails to maintain or establish efficient admin procedure. NLC may withdraw ETF status | | Performance Targets | Each participant will be monitored at end of each stage and at output. Written reports to be provided | As and when relevant, i.e. at end of each stage and at output | As above | Output results will be collated and evaluated. Poor performance will not be acceptable from subcontractor | | Compliance with specification | Complete and thorough monitoring will be carried out on each subcontractor | Randomly (at least once per contract). Reactively - to client feedback | As above | Serious non-compliance will result in loss of sub-contract ETF status | | Health & Safety | Sub-contractor will be monitored to ensure compliance with regulations | Randomly and reactively | As above | Serious H&S breaches will result in loss of ETF status for subcontractors | | Jobsearch | Quality and quantity of facilities and materials checked | Randomly and reactively (also at output) | NLC (provider) will monitor subcontractor | Alternative facilities identified for participants. Sub-contractors may lose ETF status | | Staffing | Adequate staffing in terms of project must be demonstrated. Possible staff absence must be addressed | At application stage and randomly | As above | As above | C. RECRUITMENT and STAFFING

1. Detail the organisations recruitment systems, the criteria used in the selection of staff and the general timescales for recruitment. (If you have a Recruitment Policy please enclose)

A copy of North Lanarkshire Council's recruitment Policy is attached in Appendix B.

Details of recruitment policies submitted by other organisations are to be found in Appendix B. In the initial stages of New Deal existing staff will be assigned to the administration and management of the Environment Task Force. Selection of staff is likely to be linked to their involvement with other options of New Deal to ensure that Best Value is achieved.

2. How will the staff involved in the delivery of New Deal be inducted, trained and developed within the organisation?

Current training programmes for staff will be adapted to provide appropriate training for New Deal as the initiative develops.

This will be incorporated as a requirement for sub-contractors in any agreement. D. ADMINISTRATION

1. Please detail the processes and systems which will be used to maintain effective records and supply management information.

There will be two types of organisations sub-contracted to NLC - those able to deliver all elements of ETF and those able to deliver only some elements. NLC will, in conjunction with Steering Group members, devise an application form to be completed by an organisation wishing to be a delivery agent for ETF. The applications will be strictly evaluated based on the following criteria:

- Sustainable development objectives
- Project Quality
- Project Viability
- Delivery mechanism
- Outcomes
- Costs
- Community Priority

All forms will be input onto a database and updated as required.

All delivery organisations will be actively monitored as required by ES detailed in the specification.

Administration - Management Information Systems

Delivery organisations will be computer literate and experienced in this area. A database will be set up using appropriate software for the purpose of tracking and logging participants. Comprehensive spreadsheets will be devised and set up. These systems will allow accurate and timeous reports to be produced. E. MANDATORY ELEMENTS

1. HEALTH AND SAFETY

It is a requirement of this Contract that the successful Contractor has a Health and Safety Policy. Please enclose a copy with your Tender.

☑ Health and Safety Policy enclosed

ACCIDENTS

What facilities will be provided for first aid and for the investigation, recording and reporting of accidents?

The provider will report accidents to the Lanarkshire District Office of Employment Services in accordance with the requirements of the Specification (schedule 5 para 10.3).

2. EQUAL OPPORTUNITIES

It is a requirement of this Contract that the successful Contractor has an Equal Opportunities Policy. Please enclose a copy with your Tender.

☑ Equal Opportunities Policy enclosed.

3. DISABILITY DISCRIMINATION ACT 1995 (DDA)

It is a requirement of this Contract that the successful Contractor carries out their responsibilities under the DDA. Please tick the box if you agree to this requirement.

☑ Contract will meet the requirements of the DDA. E. MANDATORY ELEMENTS (cont)

4. INSURANCE

You will be required by this contract to obtain appropriate Insurance cover, to display a copy of certificates at the location/s and to provide the Employment Service with details of the Policy on request.

Do you agree to this requirement? YES

5. JOBSEEKERS CHARTER

You will be required to display a copy of the Jobseekers Charter poster, have Jobseekers Charter leaflets on display, acknowledge and answer complaints from clients within the required time limits and use name badges/plates for all staff.

Do you agree with this requirement? YES

6. ES SMOKING POLICY

In the interests of health and comfort, the ES has a Smoking Policy which requires Contractors to ensure that:

unrestricted smoking is not allowed;

wherever possible, designated areas are available at specified times for smokers; and

where it is not possible to provide a smoking area, then a timetable of breaks where people can leave the building may be agreed with participants.

Do you agree to this requirement? YES E. MANDATORY ELEMENTS (cont)

7. DATA PROTECTION ACT 1984

It is a requirement of this contract that the successful contractor shall meet their obligations under the Data Protection Act, specifically being mindful that it is unlawful to collect data for one purpose and then use it for another (unregistered) purpose.

Do you agree to this requirement? YES

8. FIRE PROTECTION

If appropriate, you will be required to ensure that there is a current fire certificate for the premises and to provide the Employment Service with a copy on request.

Do you agree to this requirement? YES

9. PLEASE COMPLETE IF THIS IS A CONSORTIUM PROPOSAL.

Please detail the action you have taken to ensure that all interested organisations have had the opportunity to become involved with your Consortium. NEW DEAL TENDER PROPOSAL FORM - PART 2C/D

| NEW DEAL OPTION: | ENVIRONMENT TASK FORCE | |------------------|------------------------| | ES CONTRACT REFERENCE NO: | LAN/ETF |

(To be completed by ES) PART 2

B OPERATION OF THE OPTION

This section requires details on how you will fulfil your role as a Provider as described in the key roles section of the specification.

Placements/Projects

1. Describe the process you will use to identify work placements/projects and the criteria against which you will assess their suitability.

The process of identifying potential placements/projects is underway. Potential contributors have been contacted with an update of progress on the delivery of the Environment Task Force and asked to register interest (see Appendix E). These contributors will be invited to submit application forms giving details of their organisation and details of potential placements and projects. Both the organisation intending to contribute and the potential placement will be assessed by criteria notified to the contributor. A flow chart describing these processes is attached in Appendix G. An organisation will be judged on the following criteria which have been developed in consultation with potential contributors and will link to other options of New Deal, a) track record; b) financial stability; c) possession of or commitment to recognised quality standards; d) ability to satisfy mandatory requirements (Health & Safety etc); e) ability to meet monitoring criteria specified in the ES contract documentation. A placement/project will be evaluated by considering a) sustainable development objectives; b) Project/placement Quality; c) Project/placement viability; d) Delivery mechanism; e) outcomes; f) costs; g) community priority. These criteria are detailed in Appendix G.

In collating information from many organisations for the purposes of completing this tender it has become apparent that some placements will be delivered through partnership working. Systems will need to be developed to assist potential providers to network and match needs. This will require co-ordination with other New Deal Options. Examples of current practice in existing organisations have been used as models to inform the emerging Environment Task Force, however, all organisations wishing to participate in the ETF will have an equal opportunity to apply to be approved providers.

2. What types of placements/projects are you able to offer and how will they cater for the full range of participant needs identified in the Local New Deal Plan?

A wide range of placements/projects is required which will be suitable for able-bodied, disabled, those with special needs and will be equally beneficial to either gender.

Suitable programmes would include all aspects of the environment, particularly those which improve quality of life and are locally based. This will include energy efficiency programmes, refurbishment programmes, community programmes, economic development programmes, as well as traditional environmental improvement programmes.

Given that the link between areas with multiple deprivation and environmental decline are so strong, locally based projects are likely to assist the process to meet the needs of local clients. In this respect any locally based programmes operating under the auspices of the ETF could have multiple objectives. These may include:-

- improve housing conditions
- raise awareness and develop local knowledge of environmental matters such as energy conservation, local natural heritage, recycling, improved health and fitness
- record local assets
- involve the local community in decision making, building upon existing local knowledge
- improve the local environment by managing greenspace, planting woodland, building footpaths
- involve local clients in their area link to environmental education and existing volunteer action in the area

The overall impact would be an improvement in the quality of life in communities through the provision of quality opportunities for local clients.

All of the selected projects should be compatible with sustainable development and fit with the aims and objectives of Local Agenda 21, and could provide a substantial focus to delivering a Local Agenda 21 Strategy. It would be appropriate to target known areas of need for example, North Motherwell, Orbiston, Cambuslang, etc, which will engender ownership of projects because they are carried out in the local area with, by and for local people. This will help to stimulate interest and overcome the barriers clients may encounter.

It is important that a high quality work programme is developed where a close harmonious relationship can exist between work providers and clients.

In addition to variety in type of programme consideration needs to be given to the range of skill levels for each programme. Clients skill level may range from low skill through SVQ level 4 to graduate level. Abilities may range from those with special needs to able bodied clients. Programmes therefore need to be able to accommodate a wide variety of individuals.

See next page for a table of potential programmes | Potential Programmes:-- | |------------------------| | **Energy Improvement** | | - house insulation | | - energy conservation information | | - energy education | | **Housing Refurbishment** | | - back court improvements | | - common areas | | - grounds and frontages | | **Transportation** | | - cycling/cycle networks | | - footpath works/rights of way | | - signposting | | - access survey | | - leaflet production | | - bridleways/multiuse paths | | **Central Scotland Forest and countryside management** | | - woodland planting and management | | - environmental maintenance (fences, drainage, paths etc) | | - access | | - community projects (nature parks, residential gardens, town and village access areas) | | - practical conservation | | - Nature Reserves (plans & works) | | - School projects (wildlife, gardens etc) | | - Interpretation of greenspaces | | **Local Agenda 21** | | - awareness raising/publicity | | - community participation/participatory appraisal | | - pilot projects | | - local sustainability indicators | | - Planning for Real | | **Biodiversity** | | - wildlife transect surveys | | - local recording, entering data on RECORDER | | - awareness raising/publicity | | - report production | | - habitat surveys | | **Waste Recovery** | | - local recycling schemes | | - local composting pilot projects | | - awareness raising projects | | - waste minimisation | | **Environmental Education** | | - education packs | | - promotion | | - local nature areas | | - school grounds development | | **Greening of vacant and derelict land** | | **Millennium Link** | | **Ravenscraig** | | **Environmental Apprenticeship** | | **PPA & RPA projects** | | Priority for Partnership Areas projects | | Regeneration Priority Area projects | | **Countryside Access Initiatives** | 3. Describe how you will ensure that the placements/projects make a positive contribution to Equal Opportunities outlined in the Specification

North Lanarkshire Council, as one of the two lead organisations within the emerging ETF Consortium for Lanarkshire has developed a formal Equal Opportunities policy. The promotion of equality and the elimination of discrimination are legal requirements for every local authority in the planning and delivery of their services.

The Council's core policy statement is as follows:

"North Lanarkshire Council is committed to ensure that every individual has the right to be treated with respect and fairness.

The Council will not tolerate any discrimination in any form in breach of these principles and will take positive action to counter discrimination both as an employer and provider of services."

The Council's policy includes specific aims and intentions affecting both employment and service delivery. The key element recognises the fact that the Council as the largest employer in the area intends to be a model of best practice. At its core, it will ensure that no service user or employee should receive less favourable treatment on any grounds including sex, race, colour, nationality, disability, age, sexuality, marital status, religion, or political belief.

In order to implement the Council's Equal Opportunities objectives, it undertakes to develop a series of Codes of Practice and related operational procedures.

Specifically, as a Service Provider and amongst a range of other aspects of its implementation, the Council will:

- share good practice and distribute information amongst those with whom we work in partnership to help eliminate discrimination
- ensure that this policy is understood by organisations, groups and those seeking contracts
- encourage all organisations funded by the Council to develop an Equal Opportunities policy.

In signing the contract as lead organisation within the proposed Lanarkshire Environment Task Force Consortium, North Lanarkshire Council will undertake to ensure that all agencies participating in the delivery of the Option will either provide proof of existing policy documents which demonstrate a similar level of commitment, or will be willing to be a signatory to the Council's Equal Opportunities Policy produced to reflect the requirements of the Environment Task Force specification.

Copies of the respective Equal Opportunities policy documents from North and South Lanarkshire Councils along with examples from other consortium members are attached at Appendix D. Training

4. Describe how worthwhile Training towards an approved qualification will be facilitated.

As broad a range of training as possible will be provided to participants from the approved list of qualifications (Scottish version) as per Section 2 of the Further and Higher Education Act 1992.

A number of providers will be engaged to offer the broadest selection of SVQs or 'units' of SVQs from this approved list, operated on a pro-rata basis where the length of a placement is insufficient to allow completion of a full qualification.

A full portfolio of potential providers will be made available to the Gateway following a thorough analysis by the Consortium leading the Full Time Education and Training Option. The Environment Task Force deliverers will source this comprehensive 'directory' from which providers will be required to develop a flexible menu of day release or block release approved training.

Individual training programmes will be based upon the Personal Action Plans developed by Personal Advisers, and be agreed in conjunction with PAs and specialist support workers from Gateway organisations where relevant. 5. Who will be involved in the delivery or accreditation of Training?

As noted above, a list or directory of approved providers is in the process of development.

All deliverers of training within the Environment Task Force will require to be SQMS accredited (or accreditation through a relevant awarding body such as City and Guilds where appropriate), or working towards achievement of SQMS within 12 months.

6. Describe the arrangements that are already in place.

North Lanarkshire Council currently operates as an employer under the Skillseekers Programme. Its Training Section within the Personnel function has established a system of day release and block release vocational training to support placement training and job experience.

In addition, a range of organisations anticipated to provide ETF places are already in a position to deliver accredited training within the parameters noted in Questions 4 and 5.

Current good practice to be found within the network of consortium and delivery agencies will be drawn upon to assist in the preparation of a quality process through which participants will secure a positive and productive vocational element from the Environment Task Force. Jobsearch

7. Describe the support, guidance and resources that will be available to enable participants to carry out effective Jobsearch.

Jobsearch will be carried out as an integral part of the placement. A number of organisations will provide this element, two approaches are described below:-

Existing locally based employment training initiatives advisors will take on a support role and encourage clients to build confidence and gain necessary skills required to secure employment. Working on a one-to-one basis will allow Advisor and Client to form a trusting partnership, crucial in order to achieve targets. The programme will be easily adaptable, giving scope for use with clients of differing backgrounds. Elements shall include:-

1. Creating a CV
2. Accessing vacancies/further training opportunities
3. Letter writing
4. Interview techniques
5. Confidence/Assertiveness

Please refer to Appendix F for details.

Currently WiseStart trainees attend an in-house job club one day/month. Access to counsellors is available at all times. This guidance is provided by one of our sister companies through a programme of activity designed to develop skills and motivations in trainees that will allow them to compete in the jobs market when they complete their training with WiseStart. In a survey of trainees carried out in August 1997, 61% of trainees indicated they were completely or mostly satisfied with guidance programmes on offer.

7a. How will you assess the individual Jobsearch needs of each Participant?

The individual needs will be assessed in conjunction with the client:-

Existing locally based employment initiatives offers a one-to-one counselling/interview session to enable a background of clients previous working experience/skills levels/personal skills and attributes to be assessed. This would enable a Training Needs Analysis (TNA) to be compiled in order that participant receives training relevant to needs. Initially a participant will go through a Pre-Induction Assessment followed by the Induction leading onto the Personal Action Plan incorporating the TNA.

8. How will links with employers be developed?

Employment/Information and Advice Officer at existing locally based employment initiatives will utilise existing company database to identify and target prospective employers. The search will be specific and tailored to each participant. Target employers will be informed that participants may be eligible for a variety of grants, e.g. Employment Grant Scheme as well as the Training Assistance Grant Scheme.

In addition to trainees' own approaches, providers will be expected to forge links with employers and the Employment Service.

Close links will be developed and maintained with other New Deal Options, particularly the Employer Option. 9. Environmental and Community Benefit

Describe how environmental benefit on the Environment Task Force or community benefit on the Voluntary Sector Option will be identified, measured and monitored in placements and projects.

Each project must have measurable outputs. A wide array of realistic, quantifiable and achievable benefits will be agreed. These will be along the following lines dependent upon the nature of the project.

**Physical outcomes:**

- number of community facilities improved/established
- number of community groups supported
- numbers of households contacted/advised
- number of public meetings held
- square metres of premises provided/refurbished
- number of households insulated
- hectares of woodland created
- hectares of land provided/renewed
- number of units created/refurbished
- length of walkway/cycleway created
- number of visitor attractions expanded
- number of energy audits completed
- number of events/conferences organised
- £ of investment in local economy

etc., etc.,

**Training outcomes:**

- number of positive outcomes in training
- number of participants with disabilities
- number of participants with special needs
- number of participants from ethnic minorities
- number of participants demonstrating progress towards achieving targets

**Positive outcomes:**

- number of participants into employment
- number of participants with job offer
- number of participants in employment after 6 months
- number of participants into self-employment
- number of participants into full time or further education
- number of participants into voluntary (not paid) sector

Monitoring of the project is integral to the process outlined in Appendix G, which demonstrates that regular reporting will be necessary.

(For Environment Task Force Option only)

10. How do these benefits complement and fit the environmental objectives in Annex A of the Environment Task Force Specification?

The benefits have been identified by closely relating them to the Government's Environmental Objectives for the New Deal in Scotland (Annex C of the Specification). The application process identified for the delivery of the Environment Task Force in Lanarkshire requires the environmental benefit of a project to be clearly described. 11. Describe how you will ensure the involvement of Ethnic Minority Organisations as placement providers. Health and Safety

12. Please outline how you will meet health and safety standards on placements and projects including: a) your procedures for undertaking risk assessments; b) monitoring arrangements; c) supply of protective clothing; d) health and safety induction for Participants.

North Lanarkshire Council has established a detailed Health and Safety Policy which has been designed to ensure that the authority takes all reasonably practicable steps to secure the health, safety and welfare at work of all its employees. The Council also acknowledges its responsibilities in respect of persons other than its own employees. It is from this fundamental position of responsibility that the Council as one of the contract holders within the Environment Task Force Consortium, will approach this important aspect of ETF implementation.

The Council will require all delivery agencies operating elements of this Option to submit copies of existing Health and Safety policies which will be appraised to ensure they meet current standards.

a) Risk Assessment Procedures Risk assessments will form an integral part of the formal sub-contract arrangements established for delivery of the Lanarkshire ETF. As part of the formal contract documentation, providers will be required to complete a Health and Safety pro-forma which indicates how they will comply with the Council’s requirements. Delivery agencies will need to undertake risk assessments which identify potential hazards, evaluate the risks and implement control measures to minimise these.

The appraisal process for this aspect of sub-contracting arrangements will be co-ordinated by the Council’s Health and Safety Unit which will provide professional advice, guidance and recommendations. Detailed risk management procedures currently operated by the Council are attached at Appendix C (a)

b) Monitoring Arrangements As contract holders and lead Consortium members, the Council where necessary will monitor projects and placements to ensure that implementation meets the claims made in contract pro-formas and that the highest standards are achieved, and that appropriate action is taken to improve practice if required. Appropriate arrangements will be made with individual projects reflecting nature of activity, length of project and type of placements.

c) Supply of Protective Clothing Where protective clothing is identified as a control measure, this will be provided by the delivery agencies in accordance with the Personal Protective Equipment Regulations 1992.

d) Health and Safety Induction for Participants In addition to specific areas of training, general induction training will be provided by the delivery agencies immediately on commencement of a placement, and it should cover the basic health and safety needs of the participant including

- first aid procedures
- fire evacuation/emergency procedures
- risk assessment introduction/awareness and where appropriate
  - control of substances hazardous to health (COSHH) assessments
  - manual handling assessments
  - display screen equipment assessments
  - noise at work assessments accident reporting procedures relevant control measures identified by the above assessments duties within Health and Safety legislation

It is proposed that this process is facilitated by the development of a specific Health and Safety element of an induction pack provided to all participants in the Environmental Task Force.

Example information supplied by WiseStart:-

a Procedures for Undertaking Risk Assessment An extract from the company's Health & Safety Policy is attached.

Risk assessments are prepared at the start of each project by planning supervisor or qualified health and safety advisor as appropriate. Contracts department staff prepares any additional assessments required as projects progress. All assessments are held in site safety files on location under the control of site supervisors. Attached is a copy of "Principles of Risk Assessment" and the Risk Assessment procedure employed in WiseStart.

b Monitoring Arrangements In a survey carried out in August 1997, 86% of trainees were completely/mostly satisfied that they were informed about the relevant Health and Safety information and 83% were completely/mostly satisfied with the effectiveness of the procedures.

In a staff survey carried out in September 1997, 86% of staff said they were completely or mostly satisfied with availability of Health and Safety information and that procedures are outlined to staff as required.

Accident books are maintained for all sites, and the offices, and are reviewed on a regular basis. Records of reportable accidents and dangerous occurrences are reported in monthly MIS returnees for Personnel held by HRO.

Minutes from management meetings, contracts meetings and personnel meetings all contain details of review on health and safety as appropriate. The Health and Safety Policy and procedures are reviewed annually as a requirement of maintaining accreditation under SQMS.

c Supply of protective clothing At induction all new entrants are issued with hard hat, boilersuit, waterproofs and boots. No charge is made for these items.

d. Health & Safety Induction for Participants The induction for trainees includes, an introduction to The Wise Group and WiseStart outlining our goals and achievements; a breakdown of the programme they will be put through; an explanation of their contract of employment; details of WiseStart's quality, health and safety, and equal opportunities policies; distribution of "Be Safe" booklet. Induction also includes a one day Health and Safety training course for learners provided by Henry Boot Training. The induction is completed by a visit to a typical WiseStart environmental improvement site. Support

13. Explain how you will ensure that Participants receive the necessary and appropriate support in all elements of participation: a) how many people will be involved in the delivery of each element? b) what procedures will be used for the recruitment, Training, induction and appraisal of personnel? c) how many of these people will you directly employ? d) how will you manage personnel you do not directly employ?

As part of the process established to organise delivery, the Council will develop formal subcontract arrangements which will clearly set out the expectations of the Council in all aspects of placements including the support element. As part of its monitoring role, the Council will undertake to ensure that subcontracting organisations provide high quality support services to participants, and that suitably experienced personnel are engaged to deliver this aspect of the initiative where required.

The following information from WiseStart will act as a guide.

Within the WiseStart we aim to have a staff:trainee ratio of 1:3. For off the job training, one trainer would normally have a group of 12 trainees. On the job, a supervisor would normally manage 10 trainees. A company organisation chart is attached.

Permanent staff are normally recruited in the open market (see advertisement attached) although priority is given to internal candidates. Trainees are all recruited through the Employment Service. Training toward SVQ level 2 is as outlined in sections 4-6 above. In addition, customised (specialised) training is sourced as required e.g. use of mini-excavators. Trainee progress is reviewed every 12 weeks and for permanent staff Performance Appraisals are carried out in January each year, reviewed in July of the same year. At these appraisals, duties and targets, including quality issues are clearly defined.

We employ 17 permanent staff, average of 70 trainees/week, 140 beneficiaries in the year. 13a What steps will you take to facilitate the provision of additional personal support (eg ‘buddying’) where appropriate?

North Lanarkshire Council has had significant experience of running innovative approaches to reconnecting disengaged young people through its successful Youthstart programme in the Monklands area. The project has provided young unemployed people with mentoring, guidance, and initial training to assist those particularly disadvantaged to gain access to vocational training and qualifications, and to employment.

The mentoring or ‘buddying’ support has played a large part in the success of this project. The evaluation of the project has indicated that this aspect has proved particularly positive, and had a significant effect on the motivation of participants. Experience has suggested that the mentors, who were mature adults, established close bonds, and assisted the young people involved to identify and work towards overcoming problems they experienced.

The full outcome of this formal evaluation will be drawn on to help develop this aspect of the programme.

Mentors will be identified in partnership with Lanarkshire’s existing volunteering bureau infrastructure, which includes the following agencies - North Lanarkshire’s Local Volunteer Development Agency, Hamilton Neighbourhood Volunteer Project, Hamilton Volunteer Group, Blantyre Volunteer Group, Staggap (East Kilbride). Any opportunities to link mentoring and the proposed new “Millennium Volunteers” initiative will also be explored.

WiseStart has recently introduced a mentoring programme whereby a member of staff (not the trainees line manager) takes on the responsibility of mentoring 5-6 trainees.

In a trainee survey carried out in August 1997, 95% of trainees indicated that they were completely or mostly satisfied with the availability of additional support when required.

14. Please provide person specifications for the posts where staff will have direct contact with Participants.

Examples of person specifications are attached in Appendix H. 15. Describe the processes and systems that will be in place to ensure the accuracy of recording of attendance, changes in Participant circumstances, fares payments, statistical returns, payment of participant’s travel costs (allowance based participants only) and the prompt submission of appropriate information to the Employment Service.

The processes and systems required to deliver the Environment Task Force will be kept under review as the Option develops.

Delivering organisations shall co-ordinate all administrative and record keeping systems for recording participant circumstances. They shall use a model similar to that which was recently used in a Pre-Vocational Social Care Course. The systems will include:

1. Trainee Registration Form
2. Trainee Training Record
3. Daily Time Sheet
4. Travel Payments Record
5. Childcare Payment Record
6. Work Placement Time Sheet
7. Childcare Agreement Form

Please refer to Appendix I, for examples of forms.

The information collected above will be collated and submitted to Employment Services, on the forms provided by them, in accordance with the Specification. Wage Payments

16. If appropriate describe the processes that will be in place to ensure the accurate and prompt payment of Participant wages.

Experience on existing projects demonstrates that different approaches may be required in different circumstances.

An analysis of existing circumstances is given below:

1. Cambuslang and Rutherglen Prospects for Employment Attendance records are passed to a local firm of accountants who process these and run the payroll. Payment is made by cheque, issued and signed for at a weekly meeting.

   Comments The payroll system works well with the accountants, however, the payment by cheque is inconvenient for staff, time consuming etc. but other options explored (eg. bank transfer) were not viable because the client group didn’t have bank accounts, raised real issues in relation to partners having access to earnings etc.

2. East Kilbride Youth Challenge Project Attendance records are processed and the payroll is run through the Glasgow Council for Voluntary Service. Payment is made by cheque every Friday morning, issued through the local Community Education Service.

   Comments This arrangement has caused problems at the local bank who are now (fourth year of running this project) insisting that individuals open bank accounts (as opposed to having cheques issued to “cash”).

   The organisers are currently processing requests for National Insurance Number Cards (this particular client group includes people who are homeless or who have no permanent residence, live in emergency accommodation etc. which means the bank requires further proof of identification to allow them to open an account as they have no permanent address).

3. WiseStart WiseStart pay all wages by BACS direct to the participants bank account.

   When a participant starts the programme: Start forms are required - filled in and signed by participants detailing name, address, bank details etc. A form signed by personnel and detailing wages, job title etc. is also required. P45/P46.

   On a weekly basis: Timesheets are required - these are signed daily by participant and authorised by Supervisor. Details of holidays, sick, unauthorised absence etc are shown on the timesheet. Personnel department provides payroll department with:

   Copies of all timesheets Deductions SSP Holiday pay Additional Payments Any change in circumstances Etc.

   All participants work one weeks lie time.

   No cash payments are made.

   Payments by cheque are only made for bonuses or weeks lie time payment on leaving the company. Comments

Despite the apparent smooth running of this payroll (direct payment into bank account) there have been difficulties including people who have no bank account etc, as outlined above. Payment has been made to a bank account named by the recipient, although it is not their own but an agreement has been signed requesting payment.

4. DNV1 St Brides Cafe Details of amount to be paid to each worker are given to the payroll operator, Clanspay, three clear working days before payment is due.

Payment is then made by bank transfer directly into workers own bank account.

Comments

There has only been one instance of the worker not having a bank account, this was resolved by their being asked to open an account.

General Observations

- The preferred option is to set up a payroll and have wages paid directly into a bank account.

- Many of this client group have other problems which prevent this (eg previous debts, therefore, they fail bank credit checks).

- "Municipal" banks allow people to open an account on the basis of appropriate identification and a minimum of one pound, not everywhere has a municipal bank.

- The feasibility of setting up giro payments needs to be investigated Sub-contractors

17. Describe how you will ensure that your sub-contractors understand the aims of the New Deal and their role in it and work to the same quality standards. Also indicate arrangements for ensuring appropriate levels of financial support to them.

All placements approved as eligible for support as part of the Lanarkshire ETF will require to meet the quality standards detailed in section F. The standards required, and the overall aims of the New Deal, will be detailed in a comprehensive briefing note which will accompany the documentation issued to all potential placement providers.

Organisations successfully applying to operate placements in the first stage of the ETF, will be required to attend a workshop to reinforce all aspects of delivery prior to the commencement of the ETF in summer 1998. This workshop will circulate and consider a comprehensive “Delivery Guidance Pack” - a reference manual on all aspects of placement provision. This will also detail the management arrangements as outlined in Q.A1.

In the first year of operation, further seminars will be held to review progress, share good practice and consider future developments.

All relevant events and circulars will be available to organisations seeking to join the delivery network. This will ensure that new organisations have the opportunity to enhance delivery options as the ETF develops.

The range of communications, information provision and ongoing network development will be adequately resourced from within the management fee applied for in this tender, and through additional support provided by individual consortium members. Maximum use will be made of the existing range of expertise and communication processes within the consortium.

Sub-contracting delivery agents will be resourced in line with the level of resources applied for within this tender. Additional support will be provided as appropriate for individual placements, where these can complement and enhance existing related project activity. Ongoing support will also be available to placement providers to access further leverage funding. Working with Others

18. Describe how you will work with the Employment Service and others involved in the New Deal, for example, ES New Deal Personal Advisers, and those involved in the delivery of the Gateway and the Follow Through.

As demonstrated with the Lanarkshire New Deal Plan, the key to successful delivery will be dependent on genuine and effective partnership arrangements, both at a strategic and operational level.

The underpinning principles, within which the Lanarkshire Strategic Partnership will operate, will establish the context for the activity of the Environment Task Force Consortium, and form the basis for an efficient participant centred service by delivery agencies within the Environment Task Force Option.

As main contractor, North Lanarkshire Council will undertake to ensure that all subcontracting agencies offering placements develop efficient systems for communication with all relevant contacts supporting New Deal clients, but most importantly with Employment Service Personal Advisors and specialist counsellors in Gateway agencies.

Specific measures will include:-

- input from ETF supervisory/support staff in case conferencing
- providing regular updates using approved monitoring systems on development of participants and ETF projects
- ongoing meetings with Personal Advisors to ensure feedback on client progress allowing early amendments to personal development plans and the provision of additional support should this be required
- regular and frequent communication with training organisations engaged to provide the training element of ETF activity
- ongoing dialogue between North Lanarkshire Council and approved subcontractors to develop new and innovative placements
- ongoing communication and feedback with Personal Advisors regarding the tracking of individuals following completion of the ETF placement

In general terms, North Lanarkshire Council will undertake to develop and maintain regular reporting on behalf of the Environment Task Force Consortium to the Lanarkshire Strategic Partnership, through which the overall monitoring of New Deal implementation will be achieved. Participant’s Rights and Responsibilities

19. Describe how you will ensure that Participants understand and fulfil their rights and responsibilities as described in the core elements section of the specification.

A number of measures will be undertaken in accordance with the Specifications:

a) We will ensure that ES have meaningful and accurate information. Taster periods will be welcome. b) A structured induction programme will be delivered c) Each trainee will have a personal development plan regularly reviewed d) Work experience will involve the full range of work disciplines required e) All trainees will have the opportunity to receive training f) Equal Opportunities Policy requirements will apply (see Question 3) g) Health & Safety procedures will apply (see Question 12) h) New Deal Personal Advisors and other supporting personnel will have continued contact wherever possible i) New Deal clients will be allocated a mentor as appropriate j) Jobsearch requirements will be tailored to clients needs k) Suitable grievance and disciplinary procedures will be in place l) Allowances will be paid timeously m) Any travel costs above £4 incurred by the trainee will be reimbursed or transport will be provided, wherever possible n) Trainees leaving the programme will receive a Record of Achievement developed in conjunction with other New Deal Options. This is likely to be the successor of the National Record of Achievement o) A Follow Through Strategy will be developed in conjunction with Employment Services and Consortium members C EXAMPLES OF PLACEMENT AND PROJECTS

Bidders should include a few examples (6-10) of placements or projects which could be offered early in the life of any contract. Examples should illustrate the range and quality of provision to be offered throughout the period of any contract.

(N.B. The information provided is to help the assessment of bids only. Further information may be needed before a placement or project is authorised e.g. specific health and safety arrangements).

A stencil is attached for bidders to complete and you should provide information on the areas outlined below

(See attached examples)

| Project Title | |---------------| | The Placement | | What work will the placement or project involve and who will be involved in delivery? Are other sources of funds involved? | | Suitability | | What kind of young people would the placement or project be suitable for? Are there any restrictions on suitability? Would mandatory referrals be appropriate to the placement or project? | | Participant Benefits | | How would participants benefit from the placement or project? | | Community Benefit | | How would participants benefit from the placement or project? | | Environmental Priorities (ETF only) | | How does this placement or project support Scotland’s Environmental Priorities? | | Support and Supervision | | What type and level of support and supervision would be offered to Participants? | | Training and Jobsearch | | How would Training and Jobsearch help be linked to the placement or project? | C EXAMPLES OF PLACEMENT AND PROJECTS

Attached are some examples of placement and projects submitted by organisations who would be involved in the delivery of the Environment Task Force in Lanarkshire. These demonstrate that a range of placements could be provided, based on experience in running similar projects.

It is proposed that a seminar/conference will be held which will fulfil a number of functions:-

- demonstrate the Environment Task Force role in delivering sustainable development
- inform organisations in Lanarkshire of the opportunities they have to contribute to the Environment Task Force
- demonstrate the range of opportunities available to participants
- provide opportunities for organisations to network to create partnerships

The conference will draw on contributions from a wide spectrum and will provide exhibition space for delivery organisations and funding organisations to demonstrate to participants and Personal Advisers the range of opportunities available. A small working party with representatives from the local authorities, Forward Scotland, CSV Environment, WiseStart will develop a proposal to be agreed by the Strategic Partnership. Environment Task Force and Voluntary Sector Option Placements and Projects

Project Centre 21/CSV Environment

The Placement

Sustainability Audit of local community. This could take many forms according to the community concerned - urban/rural, its demographic and other characteristics and the participant's skills and abilities. The participant could choose to focus on one particular aspect of sustainability such as walking and cycling routes, biodiversity or recycling or alternatively could do a more sophisticated mapping exercise including some work devising community indicators of sustainability. The more sophisticated the audit, the greater the necessity of a very supportive framework within which it could be taken forward, groups/organisations who would be willing to participate etc. Another advantage of this approach is that it could identify specific projects for future Environment Task Force participants in that area.

Suitability

This would be particularly suitable for someone wanting to find out about the opportunities and implications of sustainable development in their own community. It would be ideal for someone interested in action research or community development. As it could take many forms it could be adapted to some extent to fit the aptitude of the individual concerned but would probably require someone with a certain amount of confidence and formal education. Good communication skills, the ability to grasp the concept of sustainable development and writing skills would be required; as would the ability to work on one's own with a limited amount of direction.

Participant Benefits

Skills and experience in community work, networking and research; the opportunity to use your own initiative and make a contribution to the community you live in.

Community Benefit

Environmental Priorities (ETF only)

The audit could be an important first step in raising local awareness of sustainable development and starting to plan action points. If successful it would leave a number of groups willing to take the work forward.

Support and Supervision

This placement would require quite intensive support preferably from both a local person and the project co-ordinator. The initial action plan would need to be reviewed at least every 3 weeks in the light of progress made. Option of tailor-made personal development plan on a group or individual basis as appropriate.

Training and Jobsearch

Choice of VQ includes IT, Community Work, Customer Services and Business Administration at levels 2 and 3. Informal Jobsearch session one day a week with access to newspapers, photocopying, word processing and phones as well as peer support. Help is also available with CVs, careers guidance, and mock interviews if desired. Environment Task Force and Voluntary Sector Option Placements and Projects

| Project | Centre 21/CSV Environment | |---------|---------------------------|

**The Placement**

Conference Organiser for local cycling campaign; marketing, publicity, co-ordination, administration, liaison with cycling group and other relevant parties; may involve help with fund-raising.

**Suitability**

Good organisational, administrative and communication skills. Self-starting; comfortable with a degree of autonomy and confident about communicating with people in various positions. Probably a graduate or someone relatively well educated. Cyclist with a commitment to sustainable transport would be ideal. No mandatory referrals.

**Participant Benefits**

Placement would offer a wide range of skills and experience in networking, publicity and marketing, organisation and administration as well as the satisfaction of a tangible 'product' at the end. The participant would have the opportunity to make contact with a wide range of potential employers and many of the skills acquired would be transferable to other fields.

**Community Benefit**

**Environmental Priorities (ETF only)**

The conference would create and strengthen networks for the promotion of sustainable transport and exchange models of good practice in that regard. It would also recruit new members to the cycling campaign and raise its profile. Ultimately it would increase access to more sustainable forms of transport, e.g. safe routes to schools, car pooling, cycle paths etc.

**Support and Supervision**

Initial action plan reviewed six weekly. Tailor-made personal development plan delivered on a group or individual basis as appropriate. Liaison between conference steering group and project supervisor to ensure that demands on participants are not excessive and commensurate with their skills, confidence and experience.

**Training and Jobsearch**

Choice of VQ currently includes Business Administration, IT, Community Work and Customer Services at levels 2 and 3. Informal jobsearch session one day a week with access to national newspapers, photocopying, word processing and phones as well as peer support. Help is also available with CVs, careers guidance, and mock interviews where appropriate. Environment Task Force and Voluntary Sector Option Placements and Projects

| Project | Central Scotland Countryside Trust - Cambusnethan Woods | |---------|---------------------------------------------------------|

**The Placement**

Survey Work - usage by local people and visitors to the area.

Survey Work - habitat and vegetation survey, biodiversity audit.

Litter and Scrub Clearance in advance of footpath construction.

**Suitability**

Preference for candidates with training in environment/botany/ecology to undertake survey work. Young people who enjoy working out of doors to undertake the physical works.

Unsuitable for the disabled.

**Participant Benefits**

Opportunity to develop survey skills and woodland management skills.

Opportunity to work out of doors and to engage with local people using the woods.

**Community Benefit**

**Environmental Priorities (ETF only)**

This project will contribute to protecting and enhancing our natural heritage.

**Support and Supervision**

Participants would be supervised by permanent members of staff.

**Training and Jobsearch**

Training in surveying skills.

Training in woodland management and use of relevant tools.

Induction into the aims and benefits of Central Scotland Forest.

A partnership arrangement is being investigated to provide training and jobsearch support potentially through Scottish Power (Learning) or Summerlee Training Resource Unit. Environment Task Force and Voluntary Sector Option Placements and Projects

| Project | Central Scotland Countryside Trust - Calderbank | |---------|--------------------------------------------------|

**The Placement**

*Improving existing footpaths and structures, and carrying out management work in a newly established woodland.*

Contact with local people may be necessary as users of the wood are likely to be interested and ask questions of the team.

**Suitability**

*Suitability for young people who enjoy working out of doors carrying out physical work.*

Unsuitable for the disabled.

**Participant Benefits**

*Opportunity to:-*

- develop skills in woodland management
- work out of doors
- contact with local people

**Community Benefit**

**Environmental Priorities (ETF only)**

*This project enhances our natural heritage, encourages use of open space, improves access and increases woodland cover.*

**Support and Supervision**

*Participants would be supervised by permanent members of staff.*

**Training and Jobsearch**

*Training in footpath work and woodland management and use of relevant tools.*

*Induction into the aims and benefits of Central Scotland Forest.*

*A partnership arrangement is being investigated to provide training and jobsearch support, potentially through Scottish Power (Learning) or Summerlee Training Resource Unit.* Environment Task Force and Voluntary Sector Option Placements and Projects

Project

Scottish Wildlife Trust - Lanarkshire Environmental Project

The Placement

Placements, currently based in Motherwell, will provide opportunities to be involved in this project which involves carrying out environmental conservation work at locations throughout North Lanarkshire. This activity is formally supported by Scottish Natural Heritage and contributes to key tasks for achieving a range of Council and Government environmental objectives in particular on biodiversity, sustainable development and community action.

The project is managed and delivered by Scottish Wildlife Trust and will entail planned work carried out in conjunction with other voluntary organisations, community groups and North Lanarkshire Council. These include:

- Managing urban nature reserves and woodland parks
- Improving public access to the countryside
- Helping community groups and schools to carry out projects, e.g. create wildlife gardens
- Protecting and enhancing important wildlife sites
- Carrying out environmental surveys to identify and assess local wildlife sites

Scottish Wildlife Trust has full SQMS status and is an approved Scottish Qualifications Authority centre and City and Guilds centre.

Suitability

Project placements for practical work, which involves tasks such as tree planting, fencing, woodland management, footpath construction, soft landscaping and habitat creation, would be ideal for any young person who enjoys working outdoors. There are no restrictions and these placements would be suitable for mandatory referrals.

For placements undertaking survey work, participants should be able to demonstrate a genuine interest in the environment and be keen to learn more about wildlife. Areas of work activity include identifying and recording wild plants and animals, computerising information, identifying conservation work to be carried out on wildlife sites, and report writing.

Participant Benefits

Participants will benefit by gaining:

- A wide range of transferable skills such as working as a part of a team, planning their own work activities, and maintaining working relationships with other people
- Vocational skills which enhance employability in the growth sector of environmental work
- Contact with potential employers through project work carried out on their behalf
- A current job reference and certification of person achievements

Community Benefit

Environmental Priorities (ETF only)

Support and Supervision

This will be provided by full-time qualified Scottish Wildlife Trust supervisors according to the requirements of individual participants. Support and supervision will cover all aspects of the Action Plan and involve regular review and guidance on progress towards meeting project work, training, job search, and employment goals.

Training and Jobsearch

Training leading to an approved qualification will be offered, tailored to suit individual needs. Training can be delivered in-house by Scottish Wildlife Trust supervisors qualified as trainers and assessors to TDLB standard leading to achievement of a Scottish Vocational Qualification or Higher National Certificate which includes accreditation of core, transferable skills.

Supervisors will also deliver formal jobsearch training including helping participants to produce a CV and fill in application forms and provide practice with interview techniques. Access to word processing facilities and stationery will also be provided. The Placement: This would consist of 26 weeks work experience with 26 days training towards a VQ in Amenity Horticulture, General Building or Energy Efficiency. The projects would include: Housing Estate Improvements at Westburn, Petersburn, Old Monklands. Woodland walkways at North Calder Heritage Trail, Bothwell and Blantyre Woods, Clyde Walkway. Community Leisure Facilities at Caldercruix. Town Centre Initiatives throughout central Scotland. Conservation Village Improvements at New Lanark, Crawford John and Energy Efficiency throughout central Scotland.

WiseStart would carry out these works in partnership with Local Authorities, Local Enterprise Companies, Clyde Calders Project, Central Scotland Countryside Trust, Community Initiatives, Employment Services and the Private Sector i.e. Scottish Homes, Landfill Tax Operators etc.

Other sources of funding would be required from the partners involved in each individual project.

Suitability: The placement would be suitable for 18-24 year olds. WiseStart has in place an Equal Opportunities policy which is designed and promoted on the basis that no member of staff or trainee is excluded from any opportunity arising within the organisation – training, employment, promotion etc – on the grounds of their race, sex, colour, religion, marital status, sexual orientation, disability or offender background. Regarding disabled people working on sites we will make provision as necessary to accommodate people who have difficulties, however, the places of work are not suitable for anything but those people close to being fully abled bodied.

Mandatory referrals would not be ruled out however the recruitment and selection procedures currently in place at WiseStart would be maintained.

Participant Benefits: A typical WiseStart New Deal participant will be entitled to the following terms:

- 26 week contract of employment
- First 4 weeks on benefit + £10, thereafter £3.33/hour for 35 hours/week
- Transport to sites outwith district of residence
- 10 days paid holiday plus public holidays
- 26 days Directed training working towards a VQ
- All protective clothing and footwear
- Opportunity of fully paid work trial
- Bonus payments

Participants will be working on real projects providing a benefit to the community. They will also take part in our Vocational Guidance and Counselling programme where they will receive help in interview techniques, be provided with a professional CV, as well as being made aware of soft indicators such as confidence, motivation, attitude etc.

WiseStart have also introduced a mentoring system where each member of staff acts as a mentor to approximately 5 participants. The staff make themselves available for advice and guidance, help with application forms etc. The staff meet with their mentor approximately once a month to provide encouragement and support. Community Benefit: The community would benefit in a number of ways from the projects. Much of the proposed activity falls within areas seen as disadvantaged within Lanarkshire.

Waged full time jobs are provided that are only available to the target group of young unemployed people for a limited period of up to 26 weeks where the product of their work has either a direct social purpose or is trading for a social purpose where that work would not normally be undertaken.

The projects will be tackling the problems faced in the areas targeted, namely unemployment, lack of current skills, lack of opportunity and decay from the run down in traditional industries.

The general welfare and economic activity of the areas is improved through:

- Providing training and employment opportunities that would otherwise not be available giving the first step in a move to greater economic prosperity.
- Providing local residents with a “rate for the job” wage for 22 weeks of the programme gives people, many of whom have had many years of unemployment, money in their pocket.
- Raising the hopes of people in the disadvantaged areas that in the future there is a realistic goal of entering full time employment.
- Working in partnership with local authorities, local development agencies, local Employment Service and the community offices allows an integrated approach to be taken to tackling the problems faced by the community.

As a result of these problems there is a need for interventions to help in tackling the unemployment and related issues - lack of skills and opportunity, lack of access to jobs. By providing skills and experience combined with access to vacancies and opportunities that would otherwise not be available this project can assist in tackling the problems that exist.

In the event that participants are successful in securing employment sooner than expected then additional participants will be recruited thereby increasing the absolute number of people who can benefit from the intervention.

Environmental Priorities (ETF only): The project activities support Scotland’s Environmental Priorities by:

- Contributing to the promotion of sustainable development.
- Contributing to improvement in the economic, social and environmental condition of areas where there are concentrations of deprivation. Helping to get young people back into work and providing a useful service to the community. Helping to make deprived areas in Lanarkshire a more pleasant place to live.
- Working in partnership with local agencies and the community to bring about sustainable regeneration of deprived areas. Providing value for money
- Effecting remedial work which will improve the energy efficiency of the housing stock.

Support and Supervision: During the work experience element of the programme participants are supervised on site by permanent members of staff, site supervisors, who in turn report to a contracts agent and contracts manager.

Training and Jobsearch: This consists of vocational training in Amenity Horticulture, General Building or Energy Efficiency towards a VQ and the equivalent of 21 weeks work experience on environmental improvement sites in the areas targeted by the programme allowing participants the opportunity to implement skills learned in their training towards a VQ.

Intensive vocational, counselling and guidance is used to provide the skills, abilities and motivation to compete in the open jobs market on completion of their participation on the programme.

Access is provided to full time Employer Liaison Officers responsible for identifying and filling employment and training vacancies for participants.

In addition participants will have achieved soft outcomes in the shape of increased motivation, confidence, job search skills and being better able to present themselves for interviews. Our aim when participants leave is for them to be “job ready” for an employer, preferably taking up employment when they leave.

Skills and experience gained on this programme should equip participants to be work ready initially in a light civil engineering/construction and horticulture background. However the general skills of being in work and gaining a proper work ethic and having general employability skills results in participants being suitable for a wide range of employment outwith those directly related to the skills of the programme. Training and Job Search (Continued):

**GENERAL BUILDING OPERATIONS COVERS THE FOLLOWING MODULES:** Lifting and handling, construction materials, scaffolding safety, hand and power tools, small construction plant, mix place and compact concrete, servicing wood trades, servicing trowel trades, excavating trenching 1.5m, underground drainage, kerb laying, paths and paving.

**AMENITY HORTICULTURE COVERS THE FOLLOWING MODULES:** Establishing ornamental planting and turf, Maintaining ornamental planting and turf, Erecting structures and maintaining equipment, Maintaining safe and healthy work practices, Maintaining a safe and healthy working environment, Create hard landscaping area/features and Working with people.

**ENERGY EFFICIENCY COVERS THE FOLLOWING MODULES:** Establish and maintain working relationships, contribute to safety in the work place, contribute to maintenance of energy installation equipment, prepare to install thermal insulation, install loft insulation, draught proofing, cavity wall insulation.

Participants will take part in the programme for 26 weeks for 35 hours per week covering:

- Accredited training towards a VQ as above.
- Work experience on environmental improvement and energy efficiency sites in Lanarkshire.
- SVQ training is provided by a local provider based in Netherton, Henry Boot Training, and by other Wise Group companies, Heatwise and Landwise. Training is delivered in a block release format.
- During the programme participants receive on going vocational guidance and counselling equivalent to one day per month broken into smaller more intensive parcels of activity. This activity covers job search, motivation, interview preparation (mock interviews), action planning etc.
- Participants will be identified through the Gateway. Recruitment will be done on an interview basis with applicants measured against a set of criteria.
- Once recruited participants are registered for Environmental Task Force, receiving benefit plus £10 for the first four weeks. Thereafter participants receive a wage of £116.55, augmented by bonuses for achievement.

Work experience constitutes the majority of the programme after the initial training period. Participants have a training plan included within their contracts of employment supplemented with action plans prepared during vocational guidance and counselling sessions.